Controlling Corruption in the Public Sector

Much of the literature on political corruption is based on indices such as the ones presented by Transparency International, but the reliability and validity of these indices are questionable. The main alternative approach – qualitative case studies – often lacks a theoretical framework allowing for systematic empirical analysis. To remedy this shortcoming, this article places qualitative case studies into the framework of principal-agent theory. The cases comprise two Swedish county councils (regional governments), both of which reorganised their administrations in similar ways in the 1990s. One experienced corruption scandals, but the other did not. In comparing them, the article links the propensity for corruption to institutional design – in particular, the mechanisms of delegation and control.     

Encouraging Public Sector Employees to Report Workplace Corruption

This paper aims to do two things: (1) report the findings of a survey of 800 public sector employees regarding attitudes to reporting workplace corruption; and (2) offer suggestions for practical strategies which managers can employ to encourage employees to report wrongdoing. Survey responses indicated that the existence of whistleblower protection legislation might encourage people to make a report which they may not normally consider making. The majority of respondents indicated that they believe that it is their responsibility to report corruption. The majority, however, are also unsure about their organisation's ability and/or willingness to protect them if they do make a report. Not surprisingly, then, most also expect that people who report corruption will suffer for it.     

Exploring Charismatic Leadership in the Public Sector: Measurement and Consequences

A survey of more than 203 middle and upper–middle managers that assessed their superiors ( N =51) in the Canadian public sector showed that charismatic leadership in such a setting comprises four dimensions: (1) energy and determination; (2) vision; (3) challenge and encouragement; and (4) risk taking. However, such leadership is only modestly related to motivational consequences and is not significantly related to unit performance. We discuss our findings in terms of their theoretical implications for leadership research in general and for the public sector in particular.     

Structural Changes to the Public Sector and Cultural Incompatibility: The Consequences of Inadequate Cultural Integration

Structural changes are commonly undertaken to achieve gains, such as enhanced efficiency and performance. In this paper, we explore the cultural issues associated with a structural change in the Australian Public Service. We argue that cultural differences across merged functions were disruptive and challenging to overcome. We posit, however, that these challenges were exacerbated by the lack of systemic effort to integrate cultures, thus impeding synergy realization. Our findings are consistent with the private sector literature that warns mergers and acquisitions undertaken with too much haste and without adequate planning can lead to cultural issues when not managed appropriately.     

Popular Interpretations of ‘Corruption’ and their Partisan Consequences

Using a large six-city exit poll from 2000, we examine popular judgments of what constitutes “political corruption” in the United States. We find two distinct evaluative dimensions: corruption understood as lawbreaking, and corruption as favoritism. These judgments are heavily conditioned by the voter’s socioeconomic background and are politically consequential. Subjective understandings of “corruption” shape perceptions of how much corruption actually exists in government. Furthermore, and more importantly, these normative assessments play a significant part in voting decisions. Individuals who judged illegal activities such as bribe-taking to be “corrupt” were more inclined to back one of the major party candidates in 2000; those who believed that favoritism in politics was “corrupt” (e.g., an official recommending an unemployed friend for a government job) were more likely to vote for Al Gore or Ralph Nader.     

Introduction: Changing Public Sector Industrial Relations in the Australian State

During the last two decades, governments have restructured their public services. Public administration has been largely replaced by public management, reflecting a more market oriented approach. In line with this pattern of change, the Australia public services at both state and Commonwealth levels, since the early 1980s, have undergone significant change. The aim of this symposium is to explore the dimensions, detail and impact of these developments, tracing the implications of public service reorganisation and operations for public sector industrial relations. The contributions therefore focus on government policies, management and industrial relations and implications for collective organisation and action. Changes in five states and one territory are considered as well as those at the Commonwealth level.     

Social and Political Consequences of Administrative Corruption: A Study of Public Perceptions in Spain

Spain experienced an outbreak of public sector corruption—much of it related to the involvement of regional and local administrators and politicians in the country's urban development boom—that angered the public and sparked calls for government reform. Using data from a 2009 survey that followed these events, the authors examine the association between perceived corruption and the attitudes and behaviors of citizens, including satisfaction with government and democracy, social and institutional trust, and rule‐breaking behaviors. The findings suggest that perceptions of administrative as well as political corruption are associated with less satisfaction, lower levels of social and institutional trust, and a greater willingness to break rules. Although these survey results cannot prove causation, they are consistent with the notion that administrative and political corruption damages the legitimacy of government in the eyes of citizens and weakens the social fabric of democratic society.     

Public Officials,Government and the Public Trust: Schizophrenia?

In late 1996 the Queensland government introduced new legislation to govern its public sector, the Public Service Act 1996. For a few short weeks the supposedly draconian legislation was front-page news, as the government was forced to defend its changes to standards of accountability in public sector employment. Was the fuss a storm in a teacup? Were the changes really so significant? In this article the impact of the legislation upon the central core of public sector employment, the public trust, is considered, and the legislation's interrelationship with the Queensland public sector ethics regime is analysed. These unhappy people were proposing schemes for persuading monarchs to choose favourites upon the score of their wisdom, capacity and virtue; of teaching ministers to consult the public good; of rewarding merit, great abilities and eminent services; of instructing princes to know their true interest by placing it on the same foundation with that of their people: of choosing for employment persons qualified to exercise them; with many other wild chimeras, that never entered before into the heart of man to conceive, and confirmed in me the old observation, that there is nothing so extravagant and irrational which some philosophers have not maintained for truth (Jonathan Swift, Gulliver's Travels).     

Introduction to the Symposium on Public Sector Management in Asia: What's New from the North?

What lessons can we draw from a symposium on public administration in Asia? Does Australia share common problems with our Asian neighbours? Are Asian countries adopting similar patterns of public sector reform, or diverging in their responses to contemporary problems? In this commentary David Corbett reviews the contributions to this symposium and finds Asian nations grappling with local issues and problems. And yet he considers there are many continuities which run across cultural and historical differences. Asia provides a patchwork of different public sector cultures and experiences on which, he suggests, there is much to reflect.     

Reassessing the Impact of Civil Society: Nonprofit Sector,Press Freedom,and Corruption

The notion that a strong civil society helps to fight corruption has become a cornerstone of governance policy. Yet, a continuing dearth of empirical research, which tests this general proposition and probes the relevant causal mechanisms, feeds rising skepticism of current policy initiatives. This study theorizes the relationship between civil society and corruption, arguing that civil society's impact depends to a large extent on its ability to generate sufficient public pressure which, in turn, depends on the press being free. Analysis of cross‐national and longitudinal data shows that civil society strength is indeed inversely linked to the level of corruption, but the impact is highly dependent on press freedom. This conditioning effect affirms the importance of the public pressure mechanism. These results explain the need for policy to target both civil society and press freedom in promoting accountable governance and sustainable development.     

Directing Corporate Entrepreneurship Strategy in the Public Sector to Public Value: Antecedents,Components, and Outcomes

ABSTRACT

Over the last three decades, organizations worldwide have used corporate entrepreneurship (CE) as a means of building new competencies, revitalizing operations, achieving renewal, and/or creating value for stakeholders. However, little is understood about factors triggering corporate entrepreneurship strategy (CES) within organizations not driven by profit motives. The purpose of this article is to conceptualize CES in the public sector in order to synthesize, integrate, and link the key concepts within the CE domain, thereby creating new public value and generating new economic activity for the benefit of multiple stakeholders. The public sector CES model includes (1) the antecedents of public sector CES (external environmental conditions that generate entrepreneurial activity); (2) the key components of CES (entrepreneurial strategic vision, organizational conditions that support entrepreneurial processes and behavior, entrepreneurial orientation (EO) that reflects the overall level of such processes and behavior, and individual levels of entrepreneurial behavior); and (3) outcomes of CES within the public sector (organizational outcomes resulting from entrepreneurial actions, including the development of venturing and renewal that, in turn, leads to enhanced public value). We discuss how our model contributes to the CE literature, followed by implications for scholars and practice and future research directions.     

Introduction to the Special Issue on Comparative Chinese/American Public Administration

In the field of public administration practice, China has a history of several thousand years, whereas the United States has a much shorter history of hundreds of years of governance. In terms of the scholarly development of public administration in China, the roots of those intellectual resources can be traced far back, to Confucius's ideology of governance and the ancient development of a civil service system some 2,000 years ago. In terms of the systematic development of public administration as an independent subject of learning, however, the United States has been a leader worldwide. Public administration as a discipline in the United States dates back to the late nineteenth century, with extensive scholarly research and publications in the early twentieth century ( Follett 1926 ; Goodnow 1900 ; Taylor 1912 ; Weber 1922 ; White 1926 ). In the Chinese context, although there were occasional studies of public administration in the first half of the twentieth century, systematic study was deferred until the middle of the 1980s. They were only truly continued following the official launch of master of public administration degree programs at the beginning of the twenty-first century. In this respect, China was a latecomer, and Chinese scholars almost always date the study and scholarship in this field to about 1980. Over the past eighty years or so, the United States has established more than 200 MPA and related programs, while China has founded 100 MPA programs in just the past eight years. Recognizing the urgent need for MPA training, China is trying to catch up to the demand for social development and societal transition. Considering that China has a population of 1.3 billion, compared to a population of 300 million in the United States, it looks as if there is great potential for China to expand its MPA programs .     

Introduction to the Special Issue on Comparative Chinese/American Public Administration

In the field of public administration practice, China has a history of several thousand years, whereas the United States has a much shorter history of hundreds of years of governance. In terms of the scholarly development of public administration in China, the roots of those intellectual resources can be traced far back, to Confucius’s ideology of governance and the ancient development of a civil service system some 2,000 years ago. In terms of the systematic development of public administration as an independent subject of learning, however, the United States has been a leader worldwide. Public administration as a discipline in the United States dates back to the late nineteenth century, with extensive scholarly research and publications in the early twentieth century ( Follett 1926 ; Goodnow 1900 ; Taylor 1912 ; Weber 1922 ; White 1926 ). In the Chinese context, although there were occasional studies of public administration in the first half of the twentieth century, systematic study was deferred until the middle of the 1980s. They were only truly continued following the official launch of master of public administration degree programs at the beginning of the twenty‐first century. In this respect, China was a latecomer, and Chinese scholars almost always date the study and scholarship in this field to about 1980. Over the past eighty years or so, the United States has established more than 200 MPA and related programs, while China has founded 100 MPA programs in just the past eight years. Recognizing the urgent need for MPA training, China is trying to catch up to the demand for social development and societal transition. Considering that China has a population of 1.3 billion, compared to a population of 300 million in the United States, it looks as if there is great potential for China to expand its MPA programs.     

On Developing an Inter-Agency Trust Scale for Assessing Governance Networks in the Public Sector

ABSTRACT

This article presents the development and validation of a psychometric scale for assessing public sector inter-agency trust. The instrument is grounded in contemporary trust theory and methodologically adapted from a measure developed for private sector alliances. Tested using four discrete studies of governance networks, each addressing transboundary environmental issues such as climate change and fisheries, the scale exhibits reasonably valid psychometric properties while also enabling visualized analysis of networked trust distributions. Based on this work, we outline further research needs with a view to stimulating greater trust research in governance networks and facilitating more collaborative and innovative policy outcomes in the public sector.     

A Comparison of the Values and Commitment of Private Sector, Public Sector, and Parapublic Sector Employees

This study investigated differences in general values, work values and organizational commitment among 549 private sector, public sector, and parapublic sector knowledge workers. No differences in general values were observed across sectors, although five significant work value differences were revealed: parapublic employees value work that contributes to society more than public servants, who value it more than private sector employees; parapublic employees value opportunities for advancement less than both public and private sector employees; public servants value intellectually stimulating and challenging work more than parapublic employees; and private sector employees value prestigious work more than public servants. Private sector employees displayed greater organizational commitment than the employees in the other two sectors. Overall, the findings suggest only limited value differences among employees of the various sectors. The finding of some work value differences between employees in the public and parapublic sectors suggests that these two groups merit separate consideration in comparative studies such as this one.